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Career Exam 1 > History, ethics, P-E fit, TWA > Flashcards

History, ethics, P-E fit, TWA Flashcards

1
Q

common themes in career counseling

A
  • career indecision
  • work performance
  • stress and adjustment
  • unsatisfactory integration of life roles (work/life balance)
  • person-enviornment fit concerns
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2
Q

general roles/responsibilites of career counselor

A

-to collaborate

-multicultural competence

-increase working alliance

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3
Q

general interventions in career counseling

A

-clarify vlaues, life-role balance, interests, and motivation

-work with clients on distress, low self-esteem, weak self-efficacy, and hopelessness

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4
Q

According to research, in career counseling, we know little about _______

A

the effectiveness of specific career counseling models

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5
Q

According to research we know a little about __________ and __________

A

attributional styles & mental imagery

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6
Q

Evidence-based career indecision interventions involve –

A

-good therapeutic relationship

-self-exploration

-support

-education

-counseling

-self-reflection

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7
Q

C2. The counseling field emerged from what 3 movements?

A
  1. vocational/career guidance
  2. psychological measurement
  3. personality development
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8
Q

C2. The 9 basic issues in career counseling?

A
  1. the case for the individual
  2. career life perspective
  3. career choice
  4. working in the 21st century
  5. lifelong learning
  6. counseling in a culturally diverse society
  7. globalization & econominc restructuring
  8. effective use of career information
  9. integrating career and personal counseling
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9
Q

C2. 1-the case for the individual

A

career counseling was founded on the basics of indiivdual differences in assets and strengths

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10
Q

C2. 2-career life perspective

A

looks at the interrelationship of all life roles

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11
Q

c2. 3-career choice

A

looks at individual strengths but also takes into account the changing dynamics of global workforce

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12
Q

c2. 4-working in 21st century

A

work provides not only income but personal identity

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13
Q

c2. 5-lifelong learning

A

the changing workplace indicates the need for lifelong learning

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14
Q

c2. 6-counseling in culturally diverse society

A

counselor needs to understand culture in multicultural society

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15
Q

c2. 7-global and economic restructuring

A

global economy exists now, with increased economic, political, social interconnection

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16
Q

c2. 8-effective use of career info

A

there are a variety of current career info resources

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17
Q

c2. 9-integrating career and personal counseling

A

counselors must understand both career choices and personal choices

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18
Q

c2. Frank Parsons

A

the “father” of vocational guidance movement

  • social justice advocate
  • created first vocational guidance clinic
  • came up with basic principles of vocational guidance (still used)
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19
Q

c2. National Career Development Association (NCDA)

A

est. late 1900s to
-aid employment of working Americans
-and gain support from federal government

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20
Q

c2. National Occupational Information Coordinating Committee (NOICC)

A

est. by congress 1976

  • created national career counseling guidelines
  • developed NCDA
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21
Q

c2. 5 career counseling ethics

A
  • autonomy
  • nonmaleficence & beneficence
  • justice

-fidelity

-veracity

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22
Q

c3. John Holland

A
  • created person-environment fit
  • proposed personaltiy types can be arranged in a coded system
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23
Q

c3. Person-Environment Fit basics

A

-created by John Holland

-asks how are interests aligned with work environments

24
Q

c3. For person-environment fit theory, what 3 things are key?

A

-congruence

-consistency

-differentiation

25
c3. congruence
fit between interests and work environment
26
c3. consistency
how similar top interests are on the hexagon
27
c3. differentiation
the difference between the highest and lowest types
28
c3. The 6 sections of the person-environment fit hexagon?
RIASEC: realistic investigative artistic social enterprising conventional
29
c3. Goal of person-environment fit?
"Create self-understanding and stimulate more insightful and constructive planning"- Holland
30
c3. Overarching questions when using person-environment fit?
-What are the client's interest type or combinations of types? -What is the client's pattern of congruence in current vocation environment? -How consistent are the client's interests? -How well differentiated are the client's interests? -How congruent are the client's occupational aspirations?
31
c3. Specific questions to ask a client when using person-environment fit?
-What needs are important to you in a career? -How much do career interests fulfill your needs? -What strengths and assets do you have? -What skills and knowledge are required for interesting careers? -What skills and knowledge do you possess?
32
c3. What are two assessment measures John Holland came up with?
Self-Directed Search Strong Interest Inventory
33
c3. According to John Holland, two critical questions for using P-E fit?
-At what kind of work will I be happy? -Will I be able to perform the job well?
34
ch 7. An example of the steps of intervention using P-E fit?
1. assessment of both client and their environment 2. use the Career Attitudes and Strategies Inventory (CASI). 3. examine pattern of types on the assessment tool
35
ch 7. What does the Career Attitudes and Strategies Inventory (CASI) examine?
adult career issues including -job satisfaction -work involvement -family commitment
36
c3. Two authors of Theory of Work Adjustment?
Dawis & Lofquist
37
c3. What is the contrast in focus for P-E fit compared to TWA?
P-E fit: emphasizes vocational choice TWA: emphasizes vocational adjustment
38
c3. What are the 2 focuses of TWA?
1. abilities a job requires 2. rewards available for the job (satisfaction and satisactoriness)
39
c3. When do you use TWA with clients?
When clients are not satisfied with their jobs.
40
c3. What does TWA stand for?
Theory of Work Adjustment
41
c3. satisfaction
how well an individuals' needs are met by a job
42
c3. satisfactoriness:
how well an individual's abilities and skills meet the requirements of a job
43
c3. reinforcer pattern:
pattern of rewards
44
c3. tenure
length of a time in a job
45
c3. celerity:
speed with which an individual initiates interaction with their environment
46
c3. pace:
intensity/activity level of one's interaction with the enviornment
47
c3. rhythm:
the pattern of the pace of interaction with the environment (steady, erratic, etc)
48
c3. endurance:
sustaining of interaction with the environment
49
c3. flexibility:
ability to tolerate a mismatch (disocrrespondence) between needs and rewards
50
3. perseverance:
continuing in the environment while in adjustment mode
51
c3. active adjustment:
acting on the environment
52
c3. reactive adjustment:
acting on self
53
c3. Questions to ask in TWA?
-client needs? -client's adjustment style? -client's abilities? -discorrespondence between client's abilities and job requirements? -Is the client accurately perceiving their abilities? -Is the client adequately performing job tasks?
54
c3. What does satisfactoriness correlate with?
abilities a job requires and how well the client is meeting those requirements
55
c3. What does satisfaction correlate with?
Rewards available for a job and whether they meet a client's needs.
56
ch8. Interventions you might use in TWA?
1. identify needs and abilities of the client, often through use of assessments 2. assess satisfactoriness 3. assess validity of client's own assessment of their abilities 4. assess satisfaction

Career Exam 1 (4 decks)

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